Senior People Operations Manager

What You'll Be Working On

Process Design & Optimization

• Own the design of core People processes end-to-end — documenting how they work, identifying where they break down, and driving improvements that scale.
• Initial focus areas include the intersection of Talent Acquisition, People Ops, and Payroll, where process seams today create the most friction.

Data Integrity & Consistency

• Serve as the company’s first line of defense for People data quality.
• Design and maintain the systems, structures, and workflows that keep People data accurate, consistent, and trustworthy across platforms.
• Establish the connective logic between the HCM, ATS, and other People systems — defining how data flows, where it lives authoritatively, and how discrepancies are prevented before they occur.
• Build data dictionaries, field-mapping standards, and integration checkpoints that create a durable single source of truth across the employee lifecycle.

Change Management & Program Enablement

• Partner with internal stakeholders to design and operationalize change management plans for new programs, policy updates, and process transitions.
• Develop communication frameworks, build manager and employee-facing enablement materials, and ensure that changes land consistently across the organization.
• Operational owner of the "how we roll this out" question — identifying adoption risks early and building the scaffolding that makes change stick.

Headcount Model Management

• Maintain and evolve headcount tracking systems to ensure real-time accuracy across the employee lifecycle.
• Point of accountability for data integrity across these platforms and the first to catch discrepancies before they become problems.

Cross-Functional Partnership

• Serve as the operational connective tissue between People Ops, People Tech, Finance, Recruiting, and IT.
• Translate business needs into system requirements, surface process gaps to the right owners, and ensure that the way we work operationally keeps pace with how the business is growing.

What You'll Bring to the Team

• Collaborative Stakeholder Management: Proven ability to build strong partnerships with People, Finance, IT and Executive leadership to drive cross-functional alignment.
• Process Engineering: A track record of identifying operational gaps and implementing scalable, documented solutions that improve organizational efficiency.
• Systems Proficiency: Technical mastery of HRIS and ATS platforms; specifically, a high level of comfort with tools such as Rippling, Workday, Ashby, and TeamOhana.
• Data Rigor & Analytical Skills: A meticulous eye for detail with the ability to audit large datasets and identify root causes of data discrepancies.
• Workforce Operations Expertise: Experience managing headcount tracking models and complex workforce data within a fast-paced environment.
• Payroll & Compensation Knowledge: Deep understanding of payroll submission workflows and the critical data points required for accurate compensation processing.

Bonus Skills

• Experience Level: 7+ years of experience specifically within People Operations at a high-growth technology company.
• Relevant Certifications: PHR, SPHR, or SHRM-CP/SCP certifications.
• Specialized Training: Project Management Professional (PMP) or certification focused on process improvement.
• Technical Implementation: Prior experience leading a large-scale HRIS implementation or system migration.

Benefits

• Competitive compensation and equity packages
• Restricted Stock Units
• Paid time off, paid holidays & leave of absence programs
• Comprehensive health, dental & vision insurance
• Employer contributions to HSA account
• Paid parental leave
• Paid life insurance, short-term and long-term disability
• Professional development & tuition reimbursement
• Mental health & wellness support
• Commuter benefits (parking & transit)
• Cell phone stipend
• 401(k) Retirement plan with company match up to 4% of salary
• Volunteer time off
• Global travel insurance & emergency assistance
• Daily meals allowance
• Additional perks & programs specific to location

Compensation Range

Compensation will be paid in the range of up to $129,000-156,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicant's knowledge, education, and abilities, as well as internal equity and alignment with market data.